Sr Manager - Business HR

Tata Communications Limited; Pune District; Sur place; INR 3 500 000 - 5 200 000; Plein temps

Résumé du poste

Tata Communications Limited is seeking a senior HR leader to align people strategies with corporate goals. The role partners with business heads to translate imperatives into people processes, shaping mid-term directions with a strong impact on business results.

Requires MBA or HR post‑graduate and 12–14 years of HR experience, with deep knowledge of HR systems, analytics and executive relationship building.

Qualifications

• MBA or post graduate degree in HR.
• 12-14 years of experience in HR.

Responsabilités

• Forecast manpower requirements for the year and quarterly outlooks.
• Monitor budget adherence and correct deviations.
• Review staffing pyramid with the business.
• Contribute to recruitment planning including mix and channels.
• Interview candidates for critical positions and assess fit.
• Act as HR consultant using data analytics to derive insights and cost efficiencies.
• Drive Talent management, diversity and ESAT initiatives for better employee experience.
• Provide insights on complex HR issues to business teams, covering ER, talent development, retention and recruitment strategies.
• Review metrics on engagement, attrition, headcount, vendor costs, and investments in employees.
• Design and deliver HR solutions to sustain a positive working environment.
• Lead HR initiatives/programs at the org level as needed.

Connaissances

Analytics

Executive relationships

HR systems

Data analytics

Finance understanding

Contracting knowledge

Formation

MBA or PG in HR

Description du poste

Broad outline of the Role

• Responsible for execution of a broad range of human resources services to ensure the people strategies in the business are aligned to corporate goals. The incumbent will work closely with business heads to understand organization imperatives and prepare Business HR key imperatives for relevant people processes based on historical data, business requirements and priorities. This is a tactical role which contributes to defining the direction of the operating plans based on the business strategy, with a significant mid-term impact on business unit 's overall results.

Minimum Qualifications & Experience

• MBA or a post graduate degree in HR
• 12 -14 years of experience in HR

Other Knowledge & Skills

• Experienced in HR systems, processes, and managed senior level business stakeholders.
• Adept at using technologies and tools for data analytics and solutioning.
• Adept at using analytics.
• Knowledge of Compensation and Benefits
• Extensive experience in building executive relationships with key customer stakeholders.
• Finance understanding, ability to review PandL, construct and report against business cases
• Contracting knowledge, ability to read and understand terms and conditions

Key Responsibilities

1. Review and prepare the forecasting of manpower requirements for the year and review per quarter outlook projections based on business needs, projected attrition, and expected location movements.
2. Track adherence to budget and take corrective actions in case of deviations.
3. Liaise with business to review the staffing pyramid structure.
4. Provide inputs into recruitment plan development including fresher to non fresher mix, channels to be used etc.
5. Interview candidates for critical positions and assess candidate fitment into role and organisation.
6. Act as HR Consultant, analyse, insights derived from data analytics (productivity, span of control) and build cost efficiencies.
7. Drive key projects in the areas of Talent management, winning mix or diversity, ESAT at workplace and various other areas to ensure best employee experience.
8. Prepare and provide wherever required, direct and indirect insight to business teams on complex HR issues, to include employee relations, talent development, retention, and recruitment strategies, with the ability to recognise and involve specialist members of other resources within HR where appropriate.
9. Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc.
10. Design and deliver creative HR solutions that assist in sustaining a positive working environment to foster employee engagement.
11. Run TCTS org level HR initiatives / Programs as may arise time to time.